ADE Response to Scrutiny Week
Aotearoa Disability Enterprises engaged with the previous government on its proposed reforms and is now engaging with the new government on its approach to achieving the best outcomes for people with neurodiversity. The issues to consider are complex and far-reaching and we continue to explore and strive for a simple solution to achieve positive outcomes for everyone.
Our not-for-profit organisations are the only enterprises consistently making employment accessible to and a reality for people with an intellectual disability or similar.
Every week, 900 people throughout NZ exercise their self-determination by choosing to work for Disability Enterprises. Their continued attendance is their voice and vote of confidence in what we provide. The business component of Disability Enterprises is simply the vehicle to keep our organisations sustainable and to provide consistent, meaningful work, social interaction, and personal development for our valued staff, who are front and centre of our operations.
Our employees have two sources of income: the wages they earn from their employer coupled with a government, Supported Living Payment (SLP), their total income comprising part wage and part benefit, which often equates to greater than minimum wage. This scheme allows us as employers to pay wages based on the level of support the individual needs (levels of care, advocacy, safety, and supervision) and considers varying levels of industrial capability. This affirmative action scheme provides employment and stability for our employees and organisations. All surpluses are invested back into our employees for their welfare, development and employment journey, which for some is a transition into open employment.
We believe it is a person’s human right to equal remuneration for work of equal value as outlined in Article 27 of the United Nations Convention on the Rights of Persons with Disabilities (CRPD), which the Wage Permits and Supported Living Payment allows us to do. It supports the expectations that member states provide appropriate policies and measures to promote the employment of persons with disabilities. It is a vital incentive to employers that allows work to become a reality for people with an intellectual or similar disability.
The skills and experience acquired working in a commercial environment have transformed lives, enabling employees to thrive in the community and, in some cases, giving them the confidence to transition to employment in the open market.
Disability Enterprises are the most successful model of employment support for people with intellectual disabilities. However, we continue to challenge open-market businesses to consider their diversity and inclusion policies and include people with neurodiversity in their workforces.